MRCI
®
WorkSource
PERSONNEL POLICIES, PRACTICES
AND PROCEDURES
FOR
THE MRCI WORK PROGRAM
July 2013
Creating innovative and genuine opportunities for
people with disabilities or disadvantages to support
their community participation.
Copies of this handbook can be made available in Braille, large print, tape,
compact discs, and other languages on request. Contact your counselor
for a copy.
MRCI WorkSource
Values

We value the people we serve. We believe that
everyone has unique abilities and each person has
the right to access services of their own choosing.

We value relationships. Successful outcomes are
founded on individual relationships between the
people we serve and our staff members. We believe
that both our staff and clients have the right to be
treated with respect and dignity.

We value individualized planning. We provide the
supports necessary in assisting everyone to reach
their goals and dreams and to lead self-directed lives.

We value interdependence and collaboration. To be
integral and successful community members, we all
need the support of others. We believe in working
together and forming partnerships to achieve
successful outcomes.

We value leadership and accountability. We believe in
a decision-making process that is creative and
responsive to the ever-changing needs and desires of
the people we serve. To do this, we seek input from
our participants in all program areas
TABLE OF CONTENTS
I.
Page
INTRODUCTION ....................................................................................................................... 1
II. GENERAL INFORMATION ...................................................................................................... 1
A. Statement of MRCI Policies/Human Rights ........................................................................ 1
B. Your Rights Under Minnesota Data Practices Act and Rules ............................................ 2
C. Review/Update of Handbook .............................................................................................. 4
D. A Plan to Help you .............................................................................................................. 4
III. PERSONNEL POLICIES/PROCEDURES ............................................................................... 8
A. Purpose ............................................................................................................................... 8
B. Conditions of Work ............................................................................................................. 8
1. Hiring ............................................................................................................................. 8
2. Hours ............................................................................................................................. 8
3. Attendance .................................................................................................................... 8
4. Lunches ......................................................................................................................... 8
5. Breaks ........................................................................................................................... 8
6. Layoff ............................................................................................................................. 9
7. Retirement ..................................................................................................................... 9
8. Snow Emergency Procedures ...................................................................................... 9
C. Wages ................................................................................................................................. 9
D. Benefits ............................................................................................................................. 10
1. Worker's Compensation ............................................................................................. 10
2. Holidays ....................................................................................................................... 11
3. Sick Leave ................................................................................................................... 11
4. Vacation ...................................................................................................................... 13
5. Other Leaves ............................................................................................................... 14
6. Reimbursable Expenses ............................................................................................. 16
7. Mankato YMCA Membership ...................................................................................... 16
8. Placement in Regular Industry, Change in Program Assignment .............................. 16
9. Placement in Community-Based Work ....................................................................... 16
E. Client Committee............................................................................................................... 17
F. Safety, Clothing & Conduct Rules .................................................................................... 17
G. Health ................................................................................................................................ 20
H. Disciplinary Action ............................................................................................................. 20
I. Conflict Resolution ............................................................................................................ 22
J. Grievance Procedure ........................................................................................................ 22
IV. JOB ASSIGNMENT, DESCRIPTIONS & FILLING OF POSITIONS ..................................... 24
A Job Assignment ................................................................................................................. 24
B. Job Descriptions ............................................................................................................... 24
C. Filling of Positions ............................................................................................................. 24
D. Policy on Becoming an MRCI Staff Member ..................................................................... 25
V. CLIENT ASSISTANCE PROJECT ......................................................................................... 25
A. About Project..................................................................................................................... 25
B. When Should you Contact ................................................................................................ 25
C. Advocacy Service .............................................................................................................. 25
D. Office of Ombudsman for Mental Health and Mental Retardation ................................... 26
E. Vulnerable Adults .............................................................................................................. 26
I.
WELCOME TO MRCI
MRCI welcomes you as an extended employee client. Becoming a client is another step in
your rehabilitation program and a counselor has been assigned to assist you in achieving
your vocational goals. Your counselor and other staff, who may work on your behalf, are
chosen based on their qualifications, experience and proven ability to provide you with the
highest quality service. MRCI maintains high standards of education and requires on-going
training for your staff. If you have questions about your staff person’s qualifications, please
feel free to ask them. If at any time you, your counselor or any other program staff recognize
a conflict of interest in serving you, they will disclose this to you and make arrangements to
eliminate the conflict or assign you to a different staff. If you are interested in the costs of
services paid, you may ask your counselor and they will show you what the services cost.
In the extended employment work program you will receive benefits like paid vacation
and holidays. At a community based work site you can be paid by MRCI and receive the
benefits explained in this manual or you can be paid by the place where you are
working. If the work site pays you, they will decide what benefits you will get.
The reason for being in the Extended Employment Work Program is to improve your work
skills in anticipation of community employment.
The expectation for the Extended Employment client is to function with a level of
independence. Before/after work time, breaks and lunches are unsupervised.
Supervision is provided during work hours. Extended Employment program staff do not
administer medications or provide regular personal cares. Your new responsibilities and
benefits as well as policies and rules affecting you as a client are explained in this
manual. If you are classified as a temporary client you do not receive benefits like
vacation, holiday, etc.
II.
GENERAL INFORMATION
A. MRCI POLICY AND HUMAN RIGHTS
MRCI’s purpose is to provide services that improve skills and independence to help
you find and keep a job.
1. We don’t treat anyone different because of race, gender, religion, spirituality,
color, creed, national origin, age, sexual orientation, marital status, sex or
disabling condition. We do not tolerate bias or harassment regarding any of
the above.
2. You will be told of services available.
3. You have the right to an active role in planning your program.
4. We will discuss your job performance with you.
5. When you have questions, we will help you find an answer.
6. We will respect your privacy rights.
7. You have the right to know of any other agency that is working on your
program.
8. We will keep you informed regarding any job site changes.
9. We will provide you with a safe place to work.
10. MRCI follows federal law that requires us to make special arrangements for
you because of your disability. If you need special arrangements, ask your
counselor.
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11. MRCI provides accessible buildings and programs. This includes the hiring of
people with disabilities as staff, volunteers or to become members.
12. We do not allow physical, verbal or psychological abuse. We report any
suspected abuse or neglect to the vulnerable adult workers.
13. We don’t permit any sexual harassment.
14. We don’t allow anyone to take advantage of you financially.
15. We don’t allow anyone to mistreat you or retaliate against you for any reason.
16. We don’t allow anyone to shame you or embarrass you for any reason.
17. You have the right to refuse to participate in research projects.
18. See B #5 for other rights.
B. YOUR RIGHTS UNDER MINNESOTA’S DATA PRACTICES ACT AND HIPAA
INCLUDE:
Federal and State Laws require this agency:
 To protect your privacy
 To explain our need for and use of information about you.
 To explain your rights about information about you.
1. PRIVACY
Most of the information we collect about you is classified as private. That means you
and the government agencies that need the information can see it; others cannot.
Occasionally data will be taken from the information we collect about our clients.
This is public and open to anyone, but it will not identify you in any way.
2. ACCESS BY YOU
You can see all public and private records about yourself every six months unless a
disagreement is going on. To see your file, go to your counselor and ask to see your
records. You will be asked to complete a form called “Request for Access to
Protected Health Information”. We will arrange for you to see your file within five
working days from the date of request (an extra five working days may by used if
needed). Only data classified as confidential, by law, will be withheld from review.
You may also let someone else see your records. A staff member must be present
when you review your file. Any review is without charge, but you will be charged for
copies. Remember to bring identification with you when you go to see your records.
You have the right to disagree with any of the information in your records. If you
want to question any information talk to your counselor or contact MRCI's Chief
Executive Officer.
You have the right to put in your own explanation of anything you disagree with in
your records. You will be asked to complete a form called “Request for Amendment
of Protected Health Information”. MRCI will act on your request within 30 days.
You have the right to appeal our decision about your data challenge. Your appeal
must be made in writing to the
Commissioner of Administration, State of Minnesota,
305A Centennial Building, 658 Cedar Street,
St. Paul MN 55155.
You have 60 days to file your appeal. Tell the Commissioner that you are appealing
a decision we made about your data challenge. Your notice of appeal should
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include your name, address and phone number, the name of the agency involved in
your appeal, the nature of the challenge, why you disagree with our decision and
the desired result of your appeal. Also include any letters about your challenge that
you have sent or received.
3. ACCESS BY GOVERNMENT
Some employees of this agency will have access to information about you anytime
their work requires it. By law some other government and contractor agencies will
also be able to get information about you if they provide a service to you or if they
provide a service to this agency that affects you and requires access to your
records. The other agencies that may have information about you are:
 Agencies which provide services to you or as specified on forms or
by staff
 Any person or agency you authorize access.
Details about how the information we collect about you will be shared is provided on
one or more of the forms you will fill out when you apply for services. Information is
also available from the staff persons who work with you.
4. COLLECTION OF INFORMATION
Some of the reasons we collect information are listed below. Because this list
covers many programs, some of the purposes will not apply to your information. We
will tell you why we need the information.
 It might decide if you can work with us;
 To decide how services are funded;
 To develop treatment guidelines;
 To prepare reports and studies; (You will not be identified in the
reports or studies.)
 To evaluate and review programs.
Your records will be destroyed seven years after you leave MRCI.
5. OTHER RIGHTS
State and federal laws protect other rights when you give information to a
government agency.
 You have the right to refuse to give information that is not, under the law,
considered necessary for your participation in a program;
 You have the right to refuse to give any information; (If you do not give
needed information, you may not be eligible for the services or assistance
for which you are applying.)
 You have a right to receive confidential communications from us by other
means or at certain locations. This request must be made in writing.
Contact your counselor to obtain the request form.
 You have a right to ask us not to use or disclose any part of your protected
health information for the purposes of programming, payment or health
care operations. Your request must be in writing and must state the
specific restriction requested and to whom you want the restriction to
apply.
 You have a right to receive a summary of certain disclosures that have
occurred 6 years prior from the date of your request of your protected
health information. This right applies to disclosures for purposes other
than programming, payment or healthcare operations. It does not include
disclosures we may have made to you, to family members or friends
involved in your care, or for notification purposes.
 You have a right to receive a copy of the Notice of Privacy Practices. All
new clients will receive this notice when they begin services; all active
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clients received this notice on April 11, 2003, by mail. See your counselor
if you wish to receive another copy of this notice.
6. MINORS
If you are a minor, you have the right to request that information about you be kept
from your parents. This request should be in writing and both explain the reason for
keeping data from your parents and show that you understand what this means. If
you have any questions about this, ask the staff person who works with you.
7. ADMINISTRATIVE RECORDS
Access to administrative records is controlled by the Chief Executive Officer. To see
these, a request should be sent to the Chief Executive Officer.
8. WHOM TO CONTACT
If you have any questions regarding the Data Practices Act or any of the information
above, write to:
Commissioner of Administration
State of Minnesota
50 Sherburne Avenue
St. Paul MN 55155
Telephone: (612) 296-6733 or 1-800-657-3721.
Any questions you may have can be directed to your counselor. Grievance issues
will be handled through our grievance procedure located on page 22 of this
handbook.
C. REVIEW OF UPDATING THIS BOOK
This manual will be reviewed annually with input from clients and management and the
revised manual will be reviewed with all clients.
D. A PLAN TO HELP YOU
You get to your job and career goals by planning your supports. Supports are
services from MRCI or others that help you keep your job, help you find another job,
or help your employer keep you working. At least once each year, you and MRCI
write a plan that includes your choices of job goals and work setting, and what MRCI
will do to help you reach these goals. This is your Support Plan. You can request a
meeting when you want changes made to your Support Plan. The purpose of the
meeting is to find out if you want a different job goal, or if you need different support
services.
Family members, friends or others may help you to reach your goals. You can have
them at your Support Plan meeting. You or MRCI might also invite a social worker,
supervisor, or anyone who could be helpful in making your plan. Notices about your
meeting, talk during the meeting and your written Support Plan need to be in the
primary language read or spoken by you or the person who can legally speak for you.
If you need Braille, large print, or another language to understand your Support Plan,
MRCI should provide this for you.
A Support Goal or Objective Should Say:
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What you want or need to do
What supports are necessary to do it
How it will get done
Who is responsible for doing it
When, or by when
How you will know that it is done
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Some examples of support services might be:
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Coaching on how to do your work well and learn new skills on the job.
Keeping in touch with you to know how you are doing and what you need.
Helping you to do your work safely.
Changing your work place so you can do or improve your work better, like
changes in the height or position of your chair, or changes in work schedule or
rest breaks, or changes to your computer.
Helping you to learn how to speak up for yourself and say what you need at your
job.
Training for other people at your work place so they can help you learn your job
and carry it out, and include you as one of the group.
Arranging for services that you might need, but are not provided at MRCI.
Help with learning skills you need to be a successful worker, such as grooming,
handling money, or using the bus.
Making sure that the people who helped you write your Support Plan stay in touch
with you and MRCI.
Helping you to learn how to search for work, and to get and keep a job.
Finding a job that fits your skills, interests, and support needs and choosing the
work settings you like best.
Other, similar services that are in your Support Plan and are needed for you to
keep your job, improve your performance, or find new or better employment.
If you need these or other supports to stay working, or to find the job you want, be
sure to include them in your Support Plan. If MRCI cannot give you the support
services that you need to reach your job goal, your plan should say how and when
you will get it, and what MRCI will do to help you to get that service.
Published by Vocational Rehabilitation Services—Extended Employment, a part of the Department of
Employment and Economic Development. This information is available in other languages, Braille or
large print. Contact: DEED-VRS-Extended Employment, First National Bank Building, 332 Minnesota
Street Suite E200, St Paul MN 55101 Voice: 651-259-7376 TTY: 651-296-3900
What Work Do You Want To Do?
The most important parts of your Plan are your job and career goals. Rehabilitation
Services—Extended Employment (a part of the State of Minnesota) and other
agencies pay MRCI for the supports they provide in the following types of work. You
should be able to choose different kinds of jobs in these work settings, or work in
more than one work setting. Include your choice of job and work setting in your
Support Plan.
1. In Supported Employment, your job is in the community with supports from your
employer and from MRCI. Your pay, benefits, and work conditions are the same
as workers without disabilities who are doing the same kind of work. Someone
from MRCI will meet with you and/or your boss or co-workers at least twice a
month to provide supports, learn how you are doing, or find out how you like your
job. The kind of job you do depends on your skills, interests, abilities, which
employers are cooperative, and what jobs are available. MRCI needs
documentation of employer paid wages through the timely submission of
paystubs.
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2. In Community Employment, your job is at a company in the community with
supports from MRCI.
* Pay can be less than the customary wage for similar work, which may be above
or below minimum wage and/or your job can be away from workers without
disabilities.
You may be with a group of people with disabilities working together—a work
crew or enclave. More job support is usually available in Community Employment
than in Supported Employment.
3. In Center-Based Employment, or “in-house”, MRCI is your employer and you
work at their building or place of business. Pay is based on how much work you
do compared to a standard worker. Most of the people you work with have
disabilities. Job support is always available in Center Based Employment. If you
choose Center Based Employment, your Support Plan will say why this best
meets your needs. Your Plan will say what supports would be necessary for you
to work in the community. If you are in Center Based Employment, but want to
work in the community, your Plan will be reviewed every six months.
You may also be able to get “natural” job supports from your employer with additional
help from MRCI, or get help to find a job if you no longer need supports.
Your work benefits should be the same as other workers including at least five paid
holidays, and you should collect vacation and sick leave as you work. You should
also be able to get time off to vote, for military leave, or family medical leave.
Statewide information about these types of employment are given on the next page.
MRCI will also GIVE you specifics about the kinds of work they support, benefits,
your rights and responsibilities, and people you can contact to get more information.
What If I Don’t Agree?
Signing your Support Plan means you agree with your job and support goals, that
you understand and agree with the supports you will be getting, and that you will do
what is needed to reach you goals. You may take your Plan home for a few days to
think about what it says. Unless you want to make changes, sign your Plan and
return it to MRCI.
You have a right to disagree with your Support Plan and you may want to make
changes. If you aren’t satisfied with your support plan, you can proceed with a
complaint or grievance in the policy outlined in this handbook. There may be several
steps and there may be time limits. You can have a friend or advocate help you to
follow the policy, and they can attend any meetings with you. You have a right to see
your rehabilitation records at any time.
If you have followed MRCI’s policy for making a grievance—except for binding
arbitration—and still are not satisfied, you can appeal to Extended Employment (the
agency that oversees this kind of work) by writing to:
Minnesota Department of Economic Development
Rehabilitation Services – Vocational Rehabilitation Services – Extended
Employment
First National Bank Building
332 Minnesota Street Suite E200
St Paul MN 55101
Voice: 651-259-7376
TTY: 651-296-3900
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Support Plan Checklist
Be sure your Support Plan answers the following questions and that the answers are
true for you. You are the most important person in deciding what should be in the
Support Plan.
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What do you enjoy doing or not doing? In what places do you like or not like to
be? With what kinds of people do you work best? What do you do well in any
area of your life?
What kind of work would you like to do?
How many hours a week do you want to work? How much do you want to be
paid? Do you need your job to help pay your medical bills? Will getting paid over
a certain amount affect other benefits you get?
Do you want to work at MRCI’s building or at a different company? Do you want
to work as part of a group of people with disabilities or as an individual? If your
goals say you want some of each of these, does your Plan say how many hours a
week of each you want?
If having a job at MRCI’s building is your goal, does your Support Plan have the
reasons that this is the best choice? The reasons have to be yours, not the
Provider’s.
When do you want to reach your different goals? Your Support Plan can include
dates for job goals you have right now and dates for job goals you have in the
future.
What will your job, pay, benefits and support services be like when you reach
your goals on this plan?
What supports will MRCI give you to get and keep work? You and your family,
friends, current or past teachers, your boss or co-workers can share their ideas
about kinds of support that are helpful to you. Would you like MRCI to involve
your boss and co-workers in helping you learn and do your work as soon as you
start a new job? If you do, it should be included in your Support Plan.
Would a special piece of equipment help you find a job or improve your work?
Does your Support Plan say who will give you each of the kinds of help you
need? When will the help start? How long will the help last?
If MRCI is unable to give you the help you need to reach your job goals, does
your Support Plan say how the Provider will get you the help or equipment you
need and how long that will take?
Does your Plan have the names of the people that met with you and MRCI to help
write your Support Plan and how they know you? Ask MRCI for information about
different kinds of work they support including how much you would earn, worker
benefits, the kinds of jobs you would be doing and how this compares with other
workers in similar jobs and people you can contact to get more information.
Does your Plan include your signature or that of the person who is your legal
representative? You may take your Plan home for a few days to think about what
it says. If you do not want to make any changes, sign your Plan and return it to
MRCI. If you want to make some changes, meet with MRCI again.
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III.
PERSONNEL POLICIES AND PROCEDURES
A. PURPOSE
These personnel policies and procedures are to help you understand your benefits as
a client as well as your responsibilities. They are meant to help us be fair and help
you get along with your supervisors. To help, MRCI will make reasonable
accommodation to your needs (including behavior patterns) about conditions and
what we do in the workshop, layoffs, recall, job assignment, and in following all of
these policies.
 These policies and procedures cover all extended clients at all MRCI locations and
community based sites. There may be a few exceptions to the holiday schedule at
some of the community sites. Your counselor will tell you before you begin work at
these sites.
B. CONDITIONS OF WORK
1. To be hired as a client:
a. Application is made and reviewed by the Intake Committee.
b. You will be interviewed.
c. You must provide requested information.
d. If no opening is available, your name will be placed on a waiting list.
2. Hours
Hours will usually be from 8:15 a.m. to 4:00 p.m., a 7 1/4 -hour day, Monday
through Friday, with an unsupervised half-hour lunch break (without pay). Starting
and quitting time may vary depending on your program location. Because of work
demands your hours each day may vary. For those working in the community,
these hours will vary according to the demands of the work site.
 There may also be occasional work shortages. If this happens, rather than
laying you off, hours may be shortened each day or other program activities
arranged during the hours when no work is available. You will not be paid for
these hours and you may choose not to attend. If there are days that you
come to work and we don’t have work available, you will be paid for
downtime. If we have informed you the day before that this will occur, we may
not pay for downtime. In this case you may use annual leave or take time
without pay.
 In the event of layoff due to governmental funding, you may not be able to
use vacation time.
3. Attendance
You are expected to come to work every scheduled day and be on time. It is your
responsibility to call on any day you will not be coming in. You will be advised by
your counselor as to who to contact if you’re unable to work. Regular attendance is
important and if you do not come in on your scheduled days, you will be given an
unexcused absence. Holiday pay is dependent on 90% attendance.
4. Lunches (unsupervised)
You should bring a sack lunch. There will be microwaves for you to use and may
be vending machines or “grab and go” options . The time of lunch breaks may be
adjusted as necessary.
5. Breaks (unsupervised)
This may vary with work hours. If you are working a six hour or longer day, two
fifteen minute rest breaks with pay will be provided.
6. Client Layoff Policy
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a.
7.
8.
MRCI will attempt to find work for those who are laid off at other work sites.
 This may include developing a temporary site or reassignment to another
site. If this is done this placement will be reviewed to determine if this is in
the client’s and MRCI’s best interest.
b.
Extended Employment is a work and training program so in the event of a
layoff, work shortage or lack of government funding, Extended Employee
clients do not qualify for unemployment insurance.
Retirement
No client shall be required to retire because of age.
Snow Emergency Procedures
MRCI may be closed due to weather issues and bus schedules affected.
 If weather related issues cause you to miss scheduled work days, you are
expected to take vacation time.
 If MRCI will be closed or starting late information will be reported to the radio
stations
 Mankato
o
KTOE-14.20
o
KDOG-96.7
o
KEEZ-FM-99.1
o
KYSM AM-12.30
o
KYSM FM-103.5
o
KXLP FM 94.1
o
BLAZE 95.7
 New Ulm
o
KNUJ 860 AM
o
KNUJ 107.3 FM
 Fairmont
o
KSUM-1370 AM
 Blue Earth
o
KBEW-1560 AM
 Twin Cities locations
o
WCCO-830)
You should listen to your local radio station between 6:30 a.m.
and 8:00 a.m.
 If we are closed in Mankato, you may call 386-5600 for a recorded message.
For those who use a TTY/TTD, a Minnesota Relay Service is available at
1-800-627-3529.
C. WAGES
1. MRCI follows all provisions of the Fair Labor Standards Act.
2. Wages will usually be paid on a piece work or hourly basis and they will be the
same as those paid to other clients employed in the area for the same type of work
and are related to your productivity. Hourly paid clients will have an evaluation at
least every six months to determine their wage rate. If you are working on a piece
rated job and your earned piece rate exceeds the prevailing wage (the rate at which
the job was bid) the prevailing rate will be the maximum that you will be paid.
 Annually, MRCI will complete a wage survey to find out the community’s usual
wage and adjust wages accordingly.
 Any client or guardian of a client, receiving a special sub-minimum wage rate
may ask the Secretary of Labor to obtain a review of their wage rate. Such
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3.
4.
5.
6.
7.
reviews will be accomplished through formal hearings conducted by
administrative law judges of the Department of Labor.
 You have the right to see any payroll information about yourself, which may
include reviewing your production/payroll records. If you are an hourly paid
client, you may see the time study, which determined your hourly pay. Upon
request, you will be provided with a notice of results of any of your time studies .
If you are working on a job that is paid by a piece rate, you may ask your work
supervisor or counselor at any time to determine the rate of pay you are
earning.
Payroll checks will be issued on the 11th and 26th day of each calendar month,
with the check on the 26th covering the period of the 1st through the 15th of the
month, and the check on the 11th covering the period of the 16th through the
30th/31st. When the 11th or 26th day of a month occur on a Saturday, Sunday, or
a holiday, paychecks will be issued the workday closest to the actual pay date.
Payroll Deductions
If it is required by law, the following will be deducted from your paycheck:
a. Federal Income Tax
b. State Income Tax
c. Social Security Tax
d. Medicare
Other payroll deductions may be made for which you give your written consent, e.g.
transportation.
All paystubs are mailed to the address on file. MRCI highly recommends direct
deposit. All direct deposit paystubs are mailed to the address on file. Paychecks
not on direct deposit will be mailed.
Overtime
For each hour worked over 40 hours in any one week period, you will be paid one
and one half times your average hourly piece rate earnings in the week during
which the overtime hours occurred. If you are on hourly pay, you will be paid one
and one half times your hourly pay rate. The workweek is the seven-day period
Sunday through Saturday. The use of annual leave and sick leave hours does not
count toward the 40 hours worked. The overtime pay will be received in the
paycheck for the pay period in which the overtime hours are worked.
Wage Garnishment
Garnishment is when a judge has ordered MRCI to hold part of your pay and
pay it to another person.
D. BENEFITS
1. Worker’s Compensation
a. All clients are covered by Worker’s Compensation Insurance as required by
Minnesota Law. The cost of this insurance is paid by MRCI or, if working in the
community, the employer paying your wages.
b. Every accident, however minor, must be reported to your work supervisor
immediately as MRCI must report to the insurance company immediately.
MRCI is part of Medial Network for treatment of work-related injuries and
requires following procedures outlined by the insurance company. Your
supervisor has a copy for your use, if necessary. If you are hurt on the job and
miss work or have medical expenses because of this Workers Comp insurance
may pay for this.
c. Disability benefits, under Minnesota law are paid after the third day of disability;
however, if the disability continues for 10 days, benefits will be paid for the first
Page 10
2.
three days as well. You may use sick leave or annual leave for any days not
covered by this.
Holidays
a. The following holidays are taken by MRCI. Clients may request annual leave
from their counselor to observe religious holidays. Full-time and part-time
clients get holiday pay and will be paid the average hours worked daily in the
six pay periods before, not to be more than eight hours a day.
 You are a part-time client if your plan is for you to attend less than the
usual workday. Those working in community work sites may have a
different holiday schedule resulting in their having to work on a day MRCI
observes as a holiday in this situation you may be paid for the holiday plus
your hours worked. Rescheduling requires advanced approval of your
counselor.
MRCI paid holidays include:
New Year’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving and the day after
December 24th through December 31st.
3.
To get any holiday pay you must have a paid day before the holiday and you
must have attended at least 90% of the hours in the last six pay periods before
the holiday. If you are a new client or returning from a leave, you must have at
least one full pay period of 90% attendance to get holiday pay. Vacation and
sick leave hours for which you are paid are considered hours of attendance.
The hours you will be paid on a holiday will be based on the hours and days in
a week that you normally work.
 Exceptions to the policy requiring 90% attendance during the six pay
periods before a holiday to get holiday pay may be made when unusual
circumstances have occurred that may have affected a client’s
attendance. When such has occurred the counselor may recommend
holiday pay be granted.
 All clients, subject to the above provisions, receive twelve paid holidays
per calendar year.
b. Should any of the holidays fall on a Saturday or a Sunday, the preceding
Friday or following Monday will be observed as the holiday.
Sick Leave
a. All regular full-time clients earn sick leave hours based on 2.31 hours for every
60 hours of paid work and you are allowed to save up to 500 hours of sick
leave. Clients hired before 7/2003 that have accumulated more than 500 hours
are calculated on a different policy. The chart below reflects this policy. Any
questions can be answered by your counselor.
b. If you will not be coming to work because of illness, it is your responsibility to
call before 8:00 a.m.
c. If you become ill while on vacation, you may ask for paid sick leave instead of
vacation time.
d. Sick leave is used for the illness of clients only, but you may take one-day sick
leave in case of illness of a member of your immediate family. This is to allow
you to make whatever arrangements are necessary. Sick leave may be used
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e.
f.
for medical appointments, dental appointments, speech, occupational therapy
services and counseling. Immediate family is mother, father, child, sister,
brother or spouse and the same by marriage or any other member of your
immediate household.
 If you use up your sick leave, vacation may be used.
Sick leave will be granted based on the number of hours you would have been
scheduled to work, up to a maximum of eight (8) hours per day.
Sick Leave Termination Benefit
Sick leave will be calculated based on the number of years of service and
the number of hours of sick leave accumulated. Clients terminated or retired
will be paid for unused sick leave according to the following schedules but
only if they have accumulated 50% or more of the hours they could
have accumulated based on their employment with MRCI.
Afer 6.5 years
After 10 years
After 13 years
After 20 years
After 25 years
Minimum
accumulated
required
400 hours
400 hours
500 hours
500 hours
500 hours
% payout
Total
15%
20%
30%
40%
50%
60 hours
80 hours
150 hours
200 hours
250 hours
For those clients beginning their employment with MRCI prior to July 1,
2003 the maximum annual accumulated amounts could be higher than the
500 noted above, but will never be higher than 1,000 hours. The following
schedule will be used to calculate any sick leave payout for clients
employed prior to July 1, 2003.
Years of
Service
After 3
After 4
After 5
After 6
After 7
After 8
After 9
After 10
After 11
After 12
After 13
After 14
After 15
After 16
After 17
After 18
After 19
After 20
After 21
Maximum
Accumulated
240
320
400
480
560
640
720
800
880
960
1000
1000
1000
1000
1000
1000
1000
1000
1000
Minimum
Required
120
160
200
240
280
320
360
400
440
480
500
500
500
500
500
500
500
500
500
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%
Paid
10
10
15
15
15
15
15
20
20
20
20
20
30
30
30
30
30
40
40
Maximum
Payoff
24
32
60
72
84
96
108
160
176
192
200
200
300
300
300
300
300
400
400
After 22
After 23
After 24
After 25+
1000
1000
1000
1000
500
500
500
500
40
40
40
50
400
400
400
500
TERMINATION
Any client being terminated with cause or demitted from MRCI programming
will not be eligible for any vacation or sick leave benefits.
4. Vacation
As a client, you will earn vacation based on your length of work at MRCI. You earn
vacation during each pay period as follows:
a. During your first and second year of work, a client can earn 2.31 hours per 60
hours worked. The most this would be 80 hours per year. If you work less
than 8 hours per day, your annual vacation accumulation will be less. For
example, if you are on a 6-hour schedule each day, you will earn 60 hours of
vacation in a year.
b. During the third, fourth and fifth years of work a client can earn a maximum of
3.46 hours per 60 worked. The most you could earn would be 120 hours of
paid work. For example, if you are on a 6-hour schedule each day, you will
earn 90 hours of vacation a year.
c. Beginning with your sixth year of work a client can earn a maximum of 4.62
hours per 60 hours worked. The most you could earn would be 160 hours of
paid work. For example, if you are on a 6-hour schedule each day, you will
earn 120 hours of vacation a year.
d. New hires as of 7/1/2003 will have as their maximum 80 hours annual leave
per calendar year.
e. Requests for vacation should be made to your work supervisor at least
one week in advance of the day(s) you want to take vacation.
f.
Vacation will be given based on the number of hours you would have been
scheduled to work, up to 8 hours per day.
g. When a client has been off MRCI's payroll for 90 days because of
competitive placement, all saved vacation hours will be paid according to
MRCI policy. If the client returns to MRCI's payroll within six months, the rate
of vacation in effect when they left MRCI's payroll will be the same.
h. Vacation/Sick Leave hours saved while working for MRCI can be used for
hours that could otherwise have been worked for MRCI.
 Your hourly rate of pay for holidays, sick leave, funeral leave and
vacation will be your most recent paid average. The number of hours you
will be paid when sick leave, funeral leave or vacation is taken, will be the
hours currently being worked up to eight (8) hours per day.
 With each paycheck you receive, on the check stub is a report of the
hours you have coming for both vacation and sick leave. If you disagree
with the amount or have questions on them see your counselor.
i.
Donation of Vacation
With the approval of the Chief Executive Officer, you may give vacation hours
to another client who has used up all sick leave and vacation due to their
serious illness or that of an immediate family member. If the giving client is at
a higher wage than the one needing the gift, hours will be given one for one.
If the receiving client’s hourly wage is higher than the giving clients, the hours
given will be reduced proportionately. Requests to make or receive such
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5.
donations should be made in writing to your counselor.
j.
Vacation Benefit – When you quit:
When you quit and/or retire, you will be paid for any unused vacation time.
Other Leaves
Unless stated differently, all leave requests listed in this section must be made in
writing to your counselor.
a. Medical, Personal or Emergency Leave
You may be given up to 90 days leave without pay for these reasons. All
requests of this kind should be made through your counselor who will consider
each case, in review with the Intake/Demission Committee.
b. Educational Leave
Educational leave for clients to develop skills is available by completing a
request for training and submitting it for approval by the Chief Executive
Officer.
 If training is of direct benefit to MRCI, you may apply for payment for
tuition and you will be paid during the training if it occurs during
working hours.
 If training is not of direct benefit to MRCI, but does lead to a gain in
stated vocational goals, the person may be granted necessary time off
with the approval of the Chief Executive Officer. No pay will be
granted.
c. Military Leave
If you are called into any type of military training or service you will be granted
leave for a period not to exceed two weeks in any calendar year. Saved
vacation may be used for this purpose, or you will be paid the difference
between your military pay and regular pay as a client.
d. Jury Duty
When a client has been selected for jury duty, the person will be paid at
his/her average hourly or piece rate, the higher of the two, for the previous 90
days less the stipend received as jury pay for any time missed from work, or
you may have the necessary time off without pay or use vacation and keep
any stipend provided you as a juror.
Items b, c, d, and e require the Chief Executive Officer's approval.
e.
g.
Parental Leave for Purpose of Birth or Adoption
Following Minnesota law, MRCI will give up to six weeks of unpaid leave to
clients who have worked for at least 12 months (averaging a minimum of 20
hours per week) before the request of leave. You may decide how much time
off you need up to six weeks. You have the choice of when the leave starts;
however the leave cannot start later than six weeks after the birth or adoption.
If the child remains in the hospital longer than the mother, the leave may start
later than six weeks after the birth or adoption, but may not start later than six
weeks after the child leaves the hospital.
 Use of accrued sick leave will not reduce the parental leave available to
you.
Family and Medical Leaves of Absence Policy
A family and/or medical leave of absence is a leave of absence available to
eligible clients for up to 12 work weeks of unpaid leave in any 12 month
period. Leave may be taken for the following reasons:
Family Leave
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The birth of your child;
Adoption of a child or taking a child into foster care in order to care for that
child.
Medical Leave
When necessary to care for a child (as defined below), spouse, or parent who
has a serious health condition;
When you are unable to do your job because of a serious health condition.
 Child is defined as "A biological, adopted or foster child, a stepchild, a legal
ward, or a child of a person "standing in loco parentis" who is under the
age of 18, or 18 years of age or older but incapable of self-care because of
a mental or physical disability."
Eligibility for Family or Medical Leaves of Absence
If you have worked at MRCI for at least 12 months and you worked at least
1,250 hours during the 12-month period just before your leave, you may take
up to 12 work weeks of Family or Medical leave. (If you can’t get Family leave,
but have worked at least half-time for at least twelve (12) consecutive months
before your request, you may be entitled to Parental Leave, as described in
section D. Benefits, 5. Other Leaves.
Amount of Leave
You may take to up to 12 work weeks of leave in any 12-month period when
you take a leave for one or more of the reasons described above. The 12 work
weeks per year are based on individual year. For example, a person who
requests FMLA in June will have 12 work weeks of FMLA available until July
the following year.
Family Leave
If you and your spouse both work at MRCI, you may take up to a total of
twelve work weeks of leave (rather than twelve work weeks each) for the birth
of a child, adoption of a child, or taking a child into foster care in order to care
for that child.
Medical Leave
If you and your spouse both work at MRCI, you may take up to a total of
twelve workweeks of leave (rather than twelve workweeks each) for the care
of a sick parent. Medical leaves taken to care for your spouse, child, or
yourself will be granted for up to twelve workweeks each to you and your
spouse.
Notice and Procedures for Requesting Leave
If you know that you will be taking a Family or Medical Leave because of the
birth, adoption or placement of a child in your home, or because of a planned
medical treatment, you must notify your supervisor at least 30 days before. If it
requires that the leave begin in less than 30 days, you must tell your
supervisor as soon as you can.
Certification Required for Medical Leaves
In the case of Medical Leaves, MRCI requires a note from your Doctor to be
given to your supervisor as soon as you can. It should be on a form supplied
by MRCI. The note will include the date you got sick, how long it might last,
and appropriate medical facts concerning the condition.
 If you want a Medical Leave for your own health problem, the note must
also say that you are unable to do your job. If you are seeking Medical
Leave to care for a family member, the note must also state that you are
needed to care for the family member and an estimate of the amount of
time you will need.
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 MRCI may require a second medical opinion and periodic re-check of the
medical problem. This will be at MRCI's expense. If the medical opinion
obtained by MRCI from your physician, is different than yours, MRCI may,
at its own expense, require the opinion of a third health care provider
chosen by you and MRCI. The third opinion will be binding.
Additional Conditions of Medical Leave
If medically necessary for your serious health condition or that of your spouse,
child or parent, leave may be taken on an intermittent or reduced leave
schedule. If leave is requested because of this, however, you may be required
to change jobs with the same pay and benefits which better fits periods of
absence or a part-time schedule.
Use of Paid Leave
When your Family and Medical Leave begin you must use your accumulated
paid annual leave or paid sick leave time.
Reinstatement
In most cases, you will be returned to your old job or a comparable job after
your leave. The benefits which you got before the leave are maintained during
your leave. In the case of medical leave for your own serious illness, you may
be required to provide a doctor’s statement for return to work.
h. Funeral Leave
You may be excused to attend funerals of members of your immediate family
with pay for up to three days. Your immediate family in this case is your
mother, father, child, sister, brother, spouse, grandparents, grandchild and the
same by marriage.
i. Voting Time
Upon request, you will be granted time off work without reduction in your pay,
to vote in any official state or national election.
j. Leaves for School Conferences
Parents may ask for up to 16 hours per year to visit their children's school up
through the end of their secondary education. This leave will be unpaid and
only for visits that cannot be scheduled during the person's time off. The time
will be figured from the end of the school year in June.
6. Reimbursable Expenses
a. If MRCI asks you to represent the agency at meetings, travel, food, lodging
and incidental expenses will be paid by MRCI according to an agreed upon
schedule.
 You may be granted time off work with pay to attend a conference or
meeting of an organization to which you belong if the conference or
meeting is related to your job or MRCI's purposes and your counselor
grants prior approval. In addition to pay for hours away from work, MRCI
will reimburse expenses incurred as outlined above.
7. Reduced fee for Mankato YMCA membership is available through the YMCA. If
interested, contact your counselor.
8. Placement in Regular Industry, Change in Program Assignment or other
Interruptions in Your Program at MRCI.
a. MRCI will help in seeking regular employment to any person meeting the
minimum standards for regular employment.
b. If you lose a job for reasons beyond your control after 60 days, you will be
given priority for re-entry. This may depend upon work availability.
9. Placement in Community-Based Work
Community Based Work is intended to offer clients who are interested in a choice
Page 16
of where they work and the chance for work in a community based work setting.
 If work is not available in your community site for more than one day, you
may have the option, on the recommendation of your counselor, to return
to MRCI until community work begins.
E.
CLIENT COMMITTEE
A Client Committee of MRCI clients will be elected annually at each location to meet
six times a year for the following purposes:
1. To talk about the work operations which concern them.
2. To address safety concerns, a client is appointed to the MRCI Safety and Health
Committee.
3. To receive suggestions on program matters and to answer questions.
4. To make recommendations about work to the people in charge.
5. To review once a year, these policies and procedures and recommend changes,
additions and deletions to management.
6. To review any changes to these policies and procedures as submitted by MRCI,
prior to adoption.
7. Copies of committee meeting minutes are reviewed by the Chief Executive Officer
for approval of any recommendations or suggestions.
8. To plan social events.
9. To review vulnerable adults issues.
10. Administrative staff will meet with the committee at each MRCI location that has a
committee no less than twice a year. Any suggestions that you may have to
improve working conditions will be given consideration by contacting a committee
member or by use of suggestion days (2 days per year).
11. Client/Staff Relations
We recognize that relationships between staff and clients will happen. Because
of these relationships, guidelines must be made to avoid placing clients or staff in
situations that might hurt their well- being or livelihood.
 MRCI policy does not permit relationships between staff and clients that are
personally intimate, i.e. dating or marrying. This includes sexual activity of any
sort.
 If clients and staff choose to interact as friends in a non-sexual relationship
the following rules must be followed:
 The staff person must contact the staff’s MRCI counselor and tell them
of their wish to be with the client away from the work setting.
 The Counselor in turn will tell the staff's supervisor and if needed other
members of the client’s team. If there are no objections to the activities
or friendship of the staff and client it may continue. In case this
relationship becomes harmful to the client’s well- being as judged by
the client’s team, the MRCI staff will be told to end the relationship.
 No interactions of a financial nature are allowed between staff and clients.
 Staff will be aware that the Minnesota Vulnerable Adults Act does apply to our
clients and will maintain all of their relationships within the context of that law.
F.
SAFETY, CLOTHING AND CONDUCT RULES
Any safety concerns you may have should be given to your Client Committee
Representative.
MRCI reserves the right to take actions that it deems appropriate to provide a safe and
Page 17
reasonable work environment. MRCI has legitimate expectations of client behavior at
work including appropriate response to supervision and direction, cooperation with
supervisors and co-workers and following MRCI policies and procedures. Clients will
conduct themselves following the standards set forth in this employee handbook.
Misconduct, such as possession of a weapon, being under the influence of alcohol or
drugs, fighting, theft, abusive language, inappropriate sexual behavior and the like will
result in a disciplinary action including immediate suspension. MRCI reserves the right
to call upon law enforcement authorities, if necessary. Disciplinary actions will be
determined by the severity of the misconduct. Every disciplinary problem is different
and the seriousness of the problem will determine the course of action to be taken.
MRCI maintains safety as a high priority.
1.
Conduct
These rules, unless specified, apply to MRCI buildings, grounds, some
community work sites and transportation vehicles.
a. Smoking, the sale of smoking materials or the use of tobacco products or
smokeless cigarettes are not permitted except in designated areas.
Containers for cigarette butts are located in the designated smoking area.
People are asked to deposit the cigarette butts in these containers.
b. You must report to your workstations at the beginning of a work period and
must remain in the work area unless instructed to do otherwise by your work
supervisor.
c. Sleeping on the job is not allowed.
d. No music players, headphones, ear buds, wireless/with wire players or other
electronics are allowed at MRCI community sites or on the work floor except
on the basis of a client’s individual rehabilitation plan and in accordance with
the policy of each MRCI location. Clients will be made aware of current policy
at each site through the intake process and any changes to policy will be
communicated in a timely manner. Changing job requirements at different
MRCI locations will determine both policies and changes to policies based on
safety requirements. MRCI would prefer that all music players be wireless.
Inappropriate use of music players, including excessive volume may result in
loss of this privilege. Safety is the top priority.
e. No more than one person may be in a chair at any one time. No feet on
tables or chairs.
f. No borrowing or lending is allowed.
g. No public displays of affection (PDA) are permitted.
h. No eating, drinking, or use of tobacco products are allowed in
production or warehouse areas. These activities are permitted in
designated areas only.
i. No shouting, threatening, foul or abusive language or gestures are allowed.
Pushing, shoving, fighting, wrestling and cutting in line are not allowed.
j. No sitting or lying on the floor anywhere in the building.
l. No reporting to work under the influence of, or possessing or using alcohol or
illegal drugs.
m. No possession of firearms and knives is allowed on MRCI grounds, in MRCI
buildings or in MRCI vehicles. If you need any cutting tool for your work this
will be provided by your supervisor.
n. No stealing.
o. No sabotaging (the slowing down of work or deliberate spoiling) of work
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2.
3.
product or property.
p. No insubordination (a general lack of cooperation with MRCI rules, refusal to
follow orders or individual program plans).
q. No making noise to startle others or to attract attention, e.g. dropping pallets.
r. No telephone calls over 5 minutes on the public pay telephone and
community phone in lobby.
s. No bothering or distracting co-clients while at work.
t. Lockers are to be kept cleaned and locked at all times.
u. No littering.
v. Personal cell phones will be off during work time. You may use them at break
time. All cell phones should be kept with your personal belongings.
Clothing and Hygiene:
a. No halter tops, tank tops or short shorts. Clothing that includes offensive
language or graphics, advertising alcoholic beverages, drugs, offensive or
obscene behavior is not permitted.
b. Daily personal hygiene is required. Odor from lack of cleanliness may require
requests to change clothes or bathe.
c. No open toed shoes allowed. Shoes must be worn at all times during the day.
Appropriate and safe footwear is required in the work area.
d. Purses, bags or other carry along possessions are not allowed in the work
area.
e. All clothing must be clean. No ill-fitting, (loose or tight), torn, chains, oversized
jewelry, scarves, lanyards or unsafe loose items.
Safety
a. Conceal and Carry Law: MRCI permits no guns or weapons in any of it’s
buildings. Signs are posted at the entrance of all MRCI buildings to indicate
this policy.
b. All accidents, including minor cuts, scratches, splinters, and burns must be
reported to your supervisor immediately or any other staff if your supervisor is
unavailable.
c. All tools will be used only for the purpose intended and in the approved
manner as instructed by the supervisor.
d. Keeping MRCI neat and clean is everyone’s responsibility.
e. General cleanliness and orderliness at worksites will be practiced at all times.
f. There will be no loitering or crowding around power equipment.
g. Unauthorized people must not operate power equipment.
g. Eye protection, hard hats, dust masks and protective shoes will be worn
when working in designated work areas.
h. Any sharp objects found should not be touched and should be reported
immediately to your supervisor.
i. All rags, solvents, and flammable materials will be kept covered in proper
containers.
j. Do not lift heavy things without help. All lifting will be done in the approved
manner.
k. Hair must be neatly trimmed or secured.
l. No running or horseplay.
m. Careless operation of power wheel chairs is not allowed.
n. Right to Know Act - If you are asked to do work that requires use of any
chemicals you will be informed of this prior to the work and what, if any,
precautions should be taken.
o. If you are riding an MRCI vehicle and it is equipped with seat belts, the use of
Page 19
p.
q.
G.
the seat belt is required.
If you have a concern about the accessibility of your work area or program
you are encouraged to talk to your counselor.
Allergies of any kind should be communicated at the time of intake for new
clients and to your counselor for clients that have been with MRCI. Should
you develop an allergy please communicate that immediately to your
counselor. MRCI has a variety of jobs that could include food, latex and
cleaning supplies. In order to keep our employees safe we need to make
sure they are not exposed to any items that may cause an allergic reaction.
This includes any newly developed allergies or
HEALTH
It is very important for each person who comes to MRCI to be aware of healthful living
practices. Healthful living will help to protect each of you from becoming ill and it will
help stop diseases from spreading from one person to another.
 Some of the common diseases that you can spread by contact with others are:
Colds
Head lice
Chicken Pox
Flu
Pink Eye
Respiratory infections (bad coughCold sores
Impetigo
bronchitis)
 If you are sick, you should contact your counselor to see if you should be at work or
should stay home. If you stay home, you need to call your MRCI counselor before
you are scheduled to work.
Healthy living tips include:
1. Good thorough washing of your hands. You need to use soap and warm running
water.
 Good hand washing is the most important thing you can do to stop the spread
of disease. You need to wash for at least 15-20 seconds.
2. When coughing cover your cough/sneeze on your sleeve. Use disposable tissues.
3. Always wash hands thoroughly after using the bathroom.
4. You should not share your food or drink with other people. This can result in
spreading disease and might also be harmful to someone who is on a special diet.
While you are working at MRCI or anywhere in the community, these are some things
you should know:
 If someone around you is injured, find a staff person immediately. Do not attempt
to care for an emergency situation by yourself.
 DO NOT touch anyone else's blood, vomit, or diarrhea.
 If someone scratches you, bites you or hurts you in any other way, contact a staff
person immediately.
 If someone has a seizure or is behaving differently, contact a staff person
immediately.
Hepatitis B vaccinations are offered to all MRCI Extended Employment clients. If you
have questions contact your counselor. No one is required to have the vaccinations,
although specific work sites do require clients to have Hepatitis B vaccination.
 Every person needs to help maintain MRCI as a safe and healthy place to work.
H.
DISCIPLINARY ACTION
Disciplinary action may result from a violation of work rules and policies. Depending on
the seriousness of the offense and the number of incidents, penalties range from a
verbal warning, a written warning, suspension, to demission. The purpose of
disciplinary action is to correct the behavior and encourage good work behaviors.
 Disciplinary procedures will be handled in a private setting.
Page 20
There are three types of recorded disciplinary action, verbal warning, written warning,
suspension without pay, which may lead to demission.
*Disciplinary Action form will be used to document all discussion about
violations.
1. Verbal Warning: Will be documented for file.
2. Written Warning: Will be issued to the client, in person by a counselor. The client
will sign a copy of the warning for inclusion in your case file.
3. Suspension without pay: A written suspension notice will be given to the client, in
person if possible, by the counselor.
4. Demission: Reason(s) for demission will be presented to the Intake/Demission
Committee which must approve the decision. The results of the demission process
will be sent by certified mail to the address on file.
5. Any client who is demitted will not be eligible for vacation and sick leave payout of
their benefits.
 All workers have a right to object to any written warnings and disciplinary
actions via the Grievance Procedure. (See Section J. GRIEVANCE
PROCEDURE)
6. Administrative Leave With or Without Pay: This may be used when it is in the
client’s or Agency’s best interest that the client not be at work. This may be the
result of a problem, or potential problem that is under investigation, and may be
used until the problem is resolved. This issue is subject to the Intake/Demissions
Committee’s approval for work related violations.
Reasons for Disciplinary Action
This list is not all inclusive, each situation will be dealt with on an individual basis.
Violation
Smoking in non-designated area
Sleeping on the job
Leaving work station without permission
Quitting work early
Throwing things
Threatening another person
Fighting on company property
Inappropriate dress or cleanliness
Personal cell phone use during work
hours
Intentional slowdown
Absent for extended period without
notice (more than one day)
Personal work on company time
Insubordination
Excessive absenteeism *
Tardiness
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The following are violations that will result in immediate suspension. You will be
suspended until MRCI confirms the length of suspension or possible demission
with you and your team.
Arson
Theft
Assault
Terrorist threats
Sexual harassment
Breaking/Destroying MRCI property
Reporting to work under the influence of,
in possession of, or use of alcohol or
illegal drugs.
I.
CONFLICT RESOLUTION
MRCI’s goal is to provide you with a comfortable and safe work place where you can
be productive. There may come a time however, where you have a conflict or
disagreement with someone at work. This could be with one of your co-workers, your
work supervisor or with your counselor. You are encouraged to try to work out your
differences by talking directly with each other and trying to find a solution to your
disagreement. If you need help in doing this, your supervisor or counselor can help you
by meeting with you and the other person to help come up with a solution. If you have
a conflict with your work staff or counselor, you may ask that their supervisor meet with
you and help in resolving the problem. You may also ask a family member or someone
else from your team to sit in if you think that is needed. If your issue is still unresolved
and is grievable under MRCI’s Grievance Policy (see section J. below), you may use
this process to solve your issue. In any case, our goal is to help you solve the problem
with minimal interruption in your work program.
J.
GRIEVANCE PROCEDURE
1. Definition
A grievance is any problem, dispute, or difference of opinion between any one or
several clients and MRCI concerning the interpretation or application of the
Personnel Policies for clients of MRCI. MRCI will not allow any retaliation or
mistreatment to you because of a grievance action. Action taken, consistent with
a behavioral management program with the consent of the client’s team members
is not subject to the grievance process unless the consequence imposed is
suspension or firing of employment.
 Only Section III "Personnel Policies and Procedures" of this handbook are
grievable. Other work related issues in this handbook or not in this handbook
are not grievable.
 Discussions will take place at the facility during hours the client would
customarily be at that location unless the person agrees otherwise. A person
filing a grievance and any co-workers they wish to represent them will be
given a reasonable amount of time off work, with their regular pay, to present
and discuss their grievance with MRCI at each step in the process.
 Any such grievance must be presented to MRCI in accordance with the
procedural steps that follow within ten (10) working days of the occurrence of
the incident leading to the grievance. Any grievance not presented within ten
(10) working days shall be considered resolved.
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 For purposes of the time frames specified in the following procedures the day
of occurrence or action is not counted and the last day of any time period is
included.
2. Procedures
Step 1
a. Clients must attempt to settle potential grievances through discussion with
their work supervisor and/or counselor. A client may request permission to
leave their workstation to discuss their grievance. Permission will be granted
at appropriate times so as not to disrupt the usual work routine.
b. If such discussion does not resolve the situation to the client’s satisfaction you
may put your concern in writing. Your counselor will meet with you to discuss
the issue within five (5) working days of receiving the grievance. They will
respond to your grievance within three (3) working days following the meeting.
 You may have representation (an advocate or co-worker) of your choice
at this meeting.
Step 2
If the grievance is not resolved to your satisfaction, you may contact the Vice
President of Programs or Branch Manager within five (5) working days following
notice of the decision in Step 1b. The grievance will be considered resolved if a
written grievance is not submitted within the five (5) working day period. If a
written grievance is submitted, the Vice President or Branch Manager shall confer
with the appropriate parties within five (5) working days of the receipt of the
written grievance and submit a written answer on the grievance to the client within
five (5) working days after such conference.
Step 3
If you are still dissatisfied with MRCI's response and wish to appeal the decision,
you have five (5) working days to appeal in writing to the Chief Executive Officer.
The CEO will contact you to address the issue. You will receive an answer from
the CEO within ten (10) working days following the discussion. If no appeal is
submitted within this period of time the grievance will be considered resolved.
 The MRCI Board of Directors has delegated the authority to the CEO to make
decisions concerning grievances and is considered to be the highest level of
authority at MRCI.
Step 4
If you are dissatisfied with the recommendation of the CEO, you have ten (10)
working days to refer the matter to binding arbitration. If you do not indicate a
desire to arbitrate the matter within the allocated time, the grievance will be
considered settled on the basis of the CEO’s recommendation.
If either MRCI or the client, wish to arbitrate the matter, the arbitrator will be
selected as follows:
a. By mutual agreement by both the client and MRCI, or, if no agreement can
be reached,
b. By obtaining from the American Arbitration Association or similar
organization agreed to by both the client and MRCI a list of five persons who
have agreed to have their names listed for that specific purpose and
allowing the client and MRCI to strike names alternatively until one name is
left.
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* The arbitrator shall:
a. Have no right to add to, subtract from, or modify the personnel policies.
b. Consider and decide only the specific issue or issues submitted in writing by
the grieved person or MRCI.
c. Have no authority to make a decision on any other issue.
d. Be without power to make decisions contrary to, inconsistent with, or
modifying or varying in any way the application of laws, rules or regulations
having the force and effect of law.
e. Provide both parties a written decision including findings of fact and reasons
for the decision.
* Arbitration expenses shall be assessed in the following manner:
a. If the arbitrator finds in favor of MRCI, the client may be required to pay part
of the arbitration expenses. In no circumstances shall a client be required to
pay the expenses of arbitration unless that person's income and resources
are such that he or she could reasonably be expected to bear a portion, but
not more than 50 percent, of these fees and expenses.
b. MRCI shall pay the arbitration costs when the arbitrator finds in favor of the
client.
c. The allocation of fees and expenses shall be made by the arbitrator.
 This grievance procedure does not preclude recourse to protection under
state or federal civil rights acts, or utilization of client advocates, etc.
 These grievance procedures will be explained in detail to each client upon
entering the Extended Employment programs and annually at the time of the
review of this handbook.
MRCI will not allow any retaliation or mistreatment to you because of a grievance action.
This grievance policy does not preclude recourse to protection under state or federal civil
rights act; nor does it prevent the utilization of client advocates.
IV. JOB ASSIGNMENT, DESCRIPTIONS & FILLING OF
POSITIONS
A.
JOB ASSIGNMENT
MRCI will make every reasonable effort, depending on availability of work, to assign
you to a job that will fit your best skills. MRCI will also make reasonable
accommodations to enable you to work your best. These include job modification and
restructuring and modification of equipment. Clients are expected to accept
assignments both in the center and in the community.
B. JOB DESCRIPTIONS
Most work that you will perform is classified as assembly and/or packaging. There are,
however, other jobs within MRCI you may on occasion perform such as Machine
Operator, Janitorial, or Material Handling. For each there is a written job description
which outlines the responsibilities involved in performing the work. On request, a formal
job description will be supplied to you for a specified job.
C. FILLING OF POSITIONS
On occasion MRCI may seek to find someone to perform certain types of work like
those listed above and in addition such jobs as dishwasher, warehouse work, etc.
When these openings occur they may be posted on the bulletin board and verbally
announced, and if you are interested the notice will tell you the qualifications and what
to do if you are interested in applying.
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D.
POLICY ON BECOMING AN MRCI STAFF MEMBER
All job openings for staff jobs are open for anyone to apply. They are posted at all
locations. Postings include any requirements there may be for training or experience. If
a client meets requirements they will be considered along with all other applicants.
 If an MRCI client is working at or near a competitive wage level (piece rate or time
study) doing a job normally done by MRCI Staff, MRCI is obligated to review their
situation in order to establish their eligibility for hire as a staff person. If the client is
able to consistently perform competitive level work without supports they can
request consideration for potential hiring. The individual will be told of potential
losses in benefits as well as possible benefits at that time.
V. CLIENT ASSISTANCE PROJECT
A.
ABOUT THE PROJECT
Federal legislation requires that each State receiving funds under the Rehabilitation Act
of 1973 designate a Client Assistance Project to ensure the clients and potential clients
of State and Local rehabilitation programs receive the services and benefits available
to them under the Act. The Legal Aid Society of Minneapolis is the designated Client
Assistance Project for Minnesota. Project staff is available on a statewide basis to
assist individuals who have difficulty obtaining needed rehabilitation services from an
agency or program, which receives funding under the Act.
B.
WHEN SHOULD YOU CONTACT THE CLIENT ASSISTANCE PROJECT?
 If you are having problems related to the services of the Workforce Rehabilitation
Services, State Services for the Blind, or local rehabilitation programs funded
under the Rehabilitation Act of 1973.
 If you feel you have been incorrectly terminated or found ineligible for services.
 If you have been denied specific services and you wish to appeal.
 If you are generally confused by the whole rehabilitation process and have
unanswered questions about vocational rehabilitation.
 If you have suggestions, or ideas to improve rehabilitation services.
C.
ADVOCACY SERVICES:
Information: Will explain your rights, benefits, and responsibilities as a client or
potential client of a program providing services under the Rehabilitation Act of 1973.
Referral: May suggest other community service programs or resources to meet your
rehabilitation needs if appropriate.
Service suggestions: Will help you review the eligibility decisions and rehabilitation
service plans affecting your program with Workforce Rehabilitation Services, State
Services for the Blind, or local rehabilitation programs providing services under the
Rehabilitation Act of 1973.
Problem Solving: Will mediate discussion between you and the staff or administrators
of rehabilitation programs to improve understanding and communication about the
rehabilitation process and the options available to you under the Rehabilitation Act of
1973.
Legal Advocacy: Will represent you in administrative reviews, appeals, fair hearings, or
other appropriate legal remedies.
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To Contact the Client Assistance Project with a question, concern, or complaint, call or
write:
Client Assistance Project
Phone: 612/332-1441 or 338-0968 (Voice)
Legal Aid Society of Minneapolis 612/332-4668 (TDD)
222 Grain Exchange Building
Statewide Toll-Free 1/800-292-4150 (Voice or TDD)
323 Fourth Avenue South
Minneapolis MN 55415
D.
OFFICE OF OMBUDSMAN FOR MENTAL HEALTH AND MENTAL RETARDATION
If you have a question concerning a complaint you may call or write the:
Office of Ombudsman for Mental
Health and Mental Retardation
Suite 202 Metro Square Building
St. Paul MN 55101
Phone: 1-800-652-9747
E.
VULNERABLE ADULTS
Minnesota has a law concerning the maltreatment of Vulnerable Adults. The law
provides for help to those who have difficulty helping themselves and also provide a
help for those who have been abused by others responsible for their care and
treatment.
 This law prohibits physical, verbal, psychological, and/or sexual abuse or neglect.
 If you feel you have been mistreated by people responsible for your care or have
observed others being mistreated you may file a complaint with the authorities in
the county in which you live or discuss your concerns with your counselor.
 The following are the telephone numbers of the authorities responsible for
investigating vulnerable adults abuse reports in each of the counties in our region.
You may call the number for the county office and ask for the Vulnerable Adults
Worker.
Blue Earth County – (507) 304-4273
Brown County – (507) 354-8246
Dakota County - (651) 554-6000
Carver County - (952) 361-1600
Cottonwood County – (507) 831-1891
Faribault County – (507) 526-3265
Le Sueur County - (612) 357-2251
Martin County – (507) 526-3265
Nicollet County – (507) 934-8559
Ramsey County – 612-266-4444
Scott County - (612) 445-7751
Sibley County - (612) 237-2978
Waseca County – (507) 835-3240
Watonwan County – (507) 375-3294
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